1. Making Change Work for You Caryn Skinner

2. “Every one of us needs to do our best work, lead and help drive cultural change. We sometimes underestimate what we each can do to make things happen and overestimate what others need to do to move us forward.” -Satya Nadella, CEO Microsoft

3. Outline Nature of change Ingredients of change Personal response to change Making it work for you

4. Shock: Sudden and unexpected change Evolutionary: Gradual change which emerges over time Strategic: Intentional change we drive to achieve a desired outcome

5. Outline Nature of change Ingredients of change Personal response to change Making it work for you

6. The Change Equation ƒ(V+D+S)>R

7. Define the Present Picture the future Manage it! The Change Process

8. The Leadership Journey People Operations Strategy & objectives 1 st Line MiddleDirectorCEO

9. Outline Nature of change Ingredients of change Personal response to change Making it work for you

10. Psychology of Change

12. Defining Change & Transition “It isn’t the changes that do you in, it’s the transitions. Change is not the same as transition” - William Bridges, Managing Transitions

13. Neutral Zone (out at sea) New Beginnings (coming ashore) Endings (leaving shore)

14. Fear?

15. Endings Neutral Zone New Beginnings LG p. 7

16. The Kubler Ross change curve

17. Time Buy-in Leaders Managers Individual Contributors

18. Leading through transition

19. Outline Nature of change Ingredients of change Personal response to change Making it work for you

20. The Change Equation ƒ(V+D+S)>R

21. The Kubler Ross change curve

22. Resilience to Stress

23. The Impact of Stress on Performance Eustress Distress LG p. 17

24. Reacting Versus Responding Reacting (Instinctive – ‘no choice’) Responding (Thoughtful – a ‘proactive choice’) Awareness creates choice LG p. 10

25. Building resilience Problem solving approach Seeking help, confiding in others Seeing self as a survivor not a victim Helping others through the change Seeing bigger picture – this too shall pass Finding opportunities in the change for you

26. WATER BE THE NOT THE ROCK

27. Yay sayers and Nay sayers Influence Concern Influence Concern

28. From Concern to Influence The donors won’t like this approach we’ll lose them and never get them back and then how will we sustain funding for future programmes? I’m not totally convinced but let’s explore the idea more as it may mean improvements This clearly needs to be done but I’m going to need guidance on prioritising it I’m concerned about how the donors might respond so let me explore the idea more as it may mean more opportunities This is a bad idea – it won’t work and our data base is fine as it is anyway How am I supposed to make this happen in so little time – I have a day job too!